The Importance of Trust
Written by: Rachel Maga, President, Owner
"It's not sweat or revenue that makes companies tick; it's trust." - Forbes.
Trust touches every area of business. According to Harvard Business Review, workers at companies where trust is high, report:
106% greater energy in the office
74% lower stress levels
76% greater engagement
50% more productivity than their peers at low-trust businesses.
With stats like these, why don’t all leaders give it the focus it needs?
How do you know if trust exists in your workplace?
Trust is prevalent when each individual is making their best effort to strengthen relationships between your internal team so that they can nourish the connections between your business and your clients.
Trust takes work. So, where do you start?
Trust is the natural result of thousands of tiny actions, words, thoughts, and intentions. In our business development meetings with performance mindset and development coach, Chris Flickinger, he explained trust is gained differently for each personality type. He explained this using DiSC®, a personal assessment tool to help improve teamwork, communication, and productivity in the workplace.
Tips for building trust with a strong "D" personality:
Deliver on your promises. A “D” profile doesn't necessarily want the details - they want to know the task will get done. So if you give them a timeline, be sure and deliver on it. Make sure that a “D” profile colleague can see that you are organized. Nothing will lose trust with them faster than seeing a colleague fumble for information that the “D” thinks they should have on hand.
Don’t ever make them wait. Show up on time (that’s code for 10 minutes early).
Whenever the group says the task seems impossible, be the "can do" voice who says, we need to find a way!
Tips for building trust with a strong "I" personality:
An “I” profile wants to be the center of attention and feel like the hero. You can build trust with this personality by allowing them to have that position.
Compliment them on their car, their clothing, their nails, etc. These things matter to an “I” and if you notice them and comment on them, you're sending a message: 'we're kind of alike, I like these things too!'
Recognize them for their insatiable, eternal optimism and inspiring words that always come at that perfect time when the team needs to hear those precious words of hope!
Tips for building trust with a strong "S" personality:
To build trust with an “S” personality, remember that as stabilizers, keeping things calm and traditional will win them over. Recognize them for their steady head, patience, and voice of reason, especially when the rest of the team starts to get frazzled.
Don't try to push change on them too fast, and don't be loud and pushy. If you need to move a change forward that involves an “S,” allow them plenty of time to adjust to the idea and encourage them to make lists to help prepare for the change.
Show them how their job, work, and effort affect many others. In other words, make sure they feel appreciated for their labor of love that impacts so many and makes this world a better place.
Tips for building trust with a strong "C" personality:
Don't try to sell them. A "C" personality has a natural skepticism and distrust of anything that comes across as 'salesy.' The goal with a "C" profile is for them to see you as a 'trusted advisor' not a salesman.
Always give them the why. Don't just tell them what you need them to do. Tell them why you need them to do it. Give them the data to back up your decisions and allow them to ask questions.
Ask questions that show in-depth thinking and analyzing (basically -- ask questions as a lawyer would on cross-examination). Now be careful with this one.... If the "C" profile feels you're attacking them, you will regret it. Rather, use this critical questioning towards general topics and strategic discussions. A "C" profile can quickly recognize a "smart, sharp, scrutinizing mind that also thinks on multiple levels."
Trust Is The Ultimate Currency
Trust can’t be bought and, once attained, can be lost in an instant. Trust can and should be your number one asset, but lack of trust can be the most significant expense. Without trust, relationships can’t be built, transactions cannot occur, influence is destroyed, and leaders can’t lead.
The Ten Four Social team has adopted business strategist David Horsager's Eight Pillars of Trust in our values.
Clarity: People trust the clear and mistrust the ambiguous
Compassion: People put faith in those who care beyond themselves
Character: People notice those who do what is right over what is easy
Competency: People have confidence in those who stay fresh, relevant, and capable
Commitment: People believe in those who stand through adversity
Connection: People want to follow, buy from, and be around friends
Contribution: People immediately respond to results
Consistency: People love to see the little things done consistently
It is crucial to understand that trust is fundamental to genuine success. It is equally important to accept that you will not gain the trust of everyone you work with or work for. In these instances, you must know when to walk away.
At Ten Four Social, if we notice we are not gaining our client’s or an employee's trust after working together for a substantial period, we meet to discuss how we can build that relationship with them. If that relationship is not in the foreseen future, we work closely with them to find another agency or help to hire an in-house team to fulfill their needs.
Many would think turning away business for this reason is leaving money on the table, but to us, genuine trust yields decreased stress, solid friendships, and a lasting legacy. We choose the latter.
If you’re interested in learning more about building trust and increasing performance in the workplace check out Chris Flickinger and all he has to offer!